Opinion: Other provinces enacted pay equity legislation first, and they are much better than B.C. in having lower gender pay gaps.
All jurisdictions in the world that have pay transparency enacted pay equity legislation first. That is important, as has been noted by the OECD and the ILO, because only with pay equity do workers have recourse to address discriminatory pay.
The point of pay transparency is to have businesses of a certain size report about their differences in pay by gender in specific groupings. The hope is that companies that perform poorly will be either enlightened and then be motivated to perform better, or embarrassed, something that also might force a reconsideration of pay differences. That’s it — no new legislation to make companies pay women and men the same for comparable work.
When the B.C. government was having consultations on pay transparency in the autumn of 2022, it floated the idea that other groups might be included because, as is well-known, wage inequality is greater for Indigenous people, those with disabilities, and those identified by racialization, ethnicity, or religious affiliations. That inclusive language is not in the new legislation.Article content
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